One business leader said to me that he feels like he steps back in time when coming to work. He has to rely on people to give him information and reports, which are outdated by the time he gets them and no longer pertinent to him being able to make quick, meaningful business decisions.
- Modernize your HR data capabilities. The more you put this off, the farther behind your organization will become. Technology is moving at a rapid pace.
- Allow for greater transparency of information; share the voice of your workforce — and your extended workforce — and personalize it at every level. Work on building a brand and purpose that people will want to be a part of.
- Provide your business leaders with your HR engagement game plan versus overwhelming them with disconnected data. Just like sales, use your HR data to create greater intelligence around the voice of your workforce.
- Create a dashboard for your business leaders with energy instead of giving them a report that does not tell your organization’s story.
Challenge yourself to sharpen your own skills and become more business-oriented. Incorporate these new skills into your HR role — become more of a client relationship management HR leader.
In every way, it is about connecting your employees with purpose and a reason to be excited every single day and a desire to contribute to their fullest potential.
The heart of the matter: If you are not using client relationship management concepts and re-recruiting your employees, another organization will.